As a manager, you already know that feedback—when given constructively—can only help your employees and team.
But you probably also know that, when you’re the boss, getting it out of people is easier said that done.
The truth is, getting—and giving—honest feedback is all about trust. But to achieve that level of trust, you have to lay a foundation of open and authentic communication within your company.
Amazon is so extreme in its pursuit of honesty that CEO Jeff Bezos actually encourages leaders to actively challenge each other’s decisions when they disagree. He hates the idea of what he calls social cohesion and has built a culture based on healthy feedback and confrontation.
You don’t have to be quite that extreme, but if you’re having trouble getting honest feedback, it’s time to take a close look at why—and get started making some changes within your culture.
The Reasons We Avoid Feedback
There are several reasons people are often cautious about speaking up. Often, they’re afraid their words will be used against them. If your employees are concerned about how their feedback will be used, they’ll either disengage or give you feedback that’s “safe” rather than honest.
They may also doubt your commitment to making a change. If they sense that you’re just trying to “check the box” by asking what they think, they won’t waste their time or put themselves at risk by telling the truth. People are creatures of habit, so if your employees have been burned by providing honest feedback in the past—and then having it go nowhere—they won’t want to do it again.
To beat these fears, you need to be crystal clear about how you’ll use your employees’ feedback: what will happen, what won’t happen, and how they can help (other than just reporting frustrations). And, most importantly, you need to be committed to hearing the truth and enacting changes that will help your company grow. On that note:
How to Make a Change
To gain a true picture of your employees’ day-to-day experiences, you have to create a company culture that promotes honesty. Here are a few ways to prime your company for more honest feedback:
- Prove You’re Committed: Talk is cheap. Show people that you’re serious about receiving honest feedback. Don’t just ask for honesty, though; use it to make changes. The next time you ask for feedback, you’ll be surprised by how open people will be. Aviation consultant Dave Bushy notes, “One of the best ways I have found to receive the feedback I need from my team is tomodel the type of behavior I am soliciting. For instance, do I ask for and receive input from my peers and subordinates in a collaborative way?”
- Include People: Too often, leaders include employees in the feedback process and then disappear to try to fix everything by themselves. This is a mistake. Design your process in a way that engages everyone in implementing changes. Lisa Jackson, principal at Corporate Culture Pros, states, “Encouraging feedback is a critical success factor to any innovation or continuous improvement effort. One strategy that has worked well for my clients is simple but powerful: Facilitate it as part of the meeting structure.” This creates an engaged workforce that is focused on continual improvement.
- React to Bad News Gracefully: If you’re the type of leader who blows a gasket every time you hear something you don’t like, don’t expect people to be honest with you. Punishing the messenger doesn’t create an open or honest environment.
- Be Honest With Yourself: Before you begin, ask yourself whether you really want the feedback or whether you’re just going through the motions. Feedback can be an extremely powerful tool to help you identify areas for improvement, but don’t engage in the process if you aren’t really open to listening.
How to Ask
There are many ways to ask employees for feedback—from simple surveys sent around to the team to holding interviews and focus groups. Done well—short, well-constructed, and with minimal disruption to your employees’ lives and routines—these can all be valuable sources of information.
But don’t be afraid to build feedback gathering into your day-to-day contact with employees, too, in team meetings, one-on-ones, or just informal chats in the hallways. Your success depends on building trust, and that doesn’t happen overnight.
So start the process by taking a chance and opening up to your employees. Leading the way with a transparent and honest attitude is the single best way to cultivate a constructive environment and open your leadership team to feedback that can change your company for the better.
This story originally appeared in The Muse.